The reproduction of gender differences in early career choices and professional identity of young dentist in Finland

Karaharju‐Suvanto, Terhi; Choroszewicz, Marta; Näpänkangas, Ritva; Suominen, Anna Liisa; Tolvanen, Mimmi; Koivumäki, Jaakko

doi:10.1111/eje.12620

Cited by 7 publications

(6 citation statements)

References 17 publications

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“…A study in 2020 looking at gender differences in early career choices among dentists reported that women perceived themselves as comforters while men viewed themselves more as technicians. Cultural ideals related to appropriate jobs for men and women might have oriented their career choices ( Karaharju-Suvanto et al, 2021 ). This showed that even in dentistry, a field traditionally dominated by females in Finland, male graduates seemed to cluster in the private sector, choosing more financially rewarding specialties that required technical skills, while women tended to favor the public sector and leaned toward specialties that focused on social care and health promotion ( Karaharju-Suvanto et al, 2021 ).…”

Section: Resultsmentioning

confidence: 99%

Gender Norms and Gender Equality in Full-Time Employment and Health: A 97-Country Analysis of the World Values Survey

et al. 2022

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BackgroundAlmost nowhere in the world do women participate as much as men in the labor force. Despite differences in countries’ economic, social and cultural contexts, gender norms—unwritten rules of acceptable actions for men and women—have been found to affect women’s labor participation across contexts. Gender norms include those regulating who takes care of children, who is expected to earn more, and in which sectors men and women should work. Importantly, norms affect access to labor markets at times of scarcity: when there’s only work for one, gender norms can dictate whether a woman or man gets the job. Advocates of equal labor force participation point to evidence that employment can contribute to people’s health and well-being; yet the evidence is mixed and contradictory, and mostly comes from high-income countries. In restrictive normative contexts in which women are assigned the role of family caretaker, full time employment (FTE) might be particularly burdensome. At the same time, the literature lacks a cross-country analysis of how gender norms affect women’s FTE and their health when employed full time, despite qualitative research providing clear evidence of the influence of gender norms on labor participation.AimsIn this paper we examine: (1) how gender norms affect women’s access to FTE across 97 countries; (2) associations between FTE and women’s self-reported health self-rated (SRH) across different normative contexts (i.e., countries where it is common vs. uncommon for women to stay home); and (3) how women’s FTE and gender norms changed over time in four countries.DataWe used time-series data from the World Values Survey and European Values Survey conducted in over 100 countries between 1981 and 2014. Both surveys attempt to capture norms, beliefs and values in addition to sociodemographic information among a nationally representative adult population in each country. The sample for the cross-sectional analyses (aims 1 and 2) included 97 countries and 131,132 respondents. The sample for aim 3 included data from Argentina, Egypt, Finland and Japan.VariablesOur outcome of interest was pro-equality norms in the context of access to the labor market for women. Respondents were asked “if jobs are scarce, men should have more right to a job than women do?”. Response options included no, neither or yes. We created a binary variable to represent pro-equality norms. We included employment status and SRH as exposures of interest.AnalysisWe used individual-level data to generate on-average and sex-stratified estimates of the outcome and exposures for each country, at each time point. We estimated the percentage of all respondents, of women, and of men who held pro-equality norms (believe that men should not have more right to a job than women), the percentage who were employed full time, and the average level of SRH. To measure gender inequality in FTE, we also estimated the absolute difference in FTE between women and men for each country at each time point. First, we conducted descriptive, cross-sectional ecological analyses using one survey per country from wave 5 or 6 (whichever was most recent) to examine associations between pro-equality norms and employment status as a proxy for associations between norms and the context of employment in each country. We also examined associations between pro-equality norms and SRH. We then specified adjusted logistic regression models with controls for age, sex and education to examine associations between pro-equality norms and employment status. To examine if the relationship between FTE and SRH varied by normative context, we grouped countries in quartiles of pro-equality norms. Finally, we conducted descriptive ecological analyses of the relationship between pro-equality norms and employment status over time in four countries.ResultsObjective 1: Gender norms intersect with socio-cultural contexts in determining women’s FTE. While in some countries gender norms aligned positively with women’s access to employment (i.e., more equal norms matched more equality in FTE), in Eastern Europe and South America we observed a mismatch. In Eastern Europe we found strong norms against equal access but small sex differences in FTE. In South America, we observed a stark difference in FTE favoring men, despite positive gender norms promoting women’s paid employment. Objective 2: We found the association between SRH and FTE to vary across normative contexts. For instance, while in Scandinavian countries it was protective to be a woman in FTE and harmful not to work full-time, we found the opposite effect in Middle Eastern countries. Objective 3: We found a general tendency to move toward greater equality in norms and FTE over time everywhere in the world. However, political and economic events can generate variations over time and setbacks in progress toward equality.We specifically looked at 4 countries: Argentina, Egypt, Finland and Japan and assessed the effects of economic, political and national legislative changes on FTE over time.ImplicationsThis paper contributes to the conversation on tensions between universal justice and contextual factors affecting one’s health. To achieve purposeful and global universal health and justice, policy makers and global health practitioners must design effective, context-relevant interventions that are deeply and transparently informed by the values they embody. As we strive to achieve global gender equality, its meanings and purposes will vary across contexts in ways that demand people-led conversations and interventions.

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Section: Resultsmentioning

confidence: 99%

Gender Norms and Gender Equality in Full-Time Employment and Health: A 97-Country Analysis of the World Values Survey

et al. 2022

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“…Cultural ideals regarding appropriate occupations for men and women may have influenced their career choices. It appeared that male graduates seemed to concentrate in the private sector and chose more financially rewarding specialties that required technical skills, while women tended to prefer the public sector and focused on specialties that focused on social care and health promotion ( 28 ).…”

Section: Discussionmentioning

confidence: 99%

Gender gap–Gender-specific development in the field of obstetrics and gynecology in Germany in the last 20 years

Hertling,

Kaiser,

Schleußner

et al. 2023

Front. Med.

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BackgroundGender Gap refers to differences between men and women in terms of access to medical education, career development, and leadership positions in medical practice and research. Although women now make up most medical school graduates in many countries, they are often underrepresented in higher positions.ObjectiveThe aim of this study is therefore to analyze the gender-specific development in the field of Obstetrics and Gynecology in Germany over the past 20 years and to survey the current status quo.Materials and methodsAn narrative review was carried out on the development of female graduates of human medicine, the proportion of women in contract medical care and clinical care, as well as the gender-specific evaluation of obtaining a gynecological/obstetric additional qualification. habilitation figures in the field of Obstetrics and Gynecology were evaluated about gender distribution. All data were received from federal institutes.ResultsA total of 46.7% (n = 95,234) of all inpatient doctors were female. A total of 46.7% (n = 95,234) of the physicians in hospitals were female. A total of 46% (1,832/3,958) were the portion of females as assistant physicians, 39.8% (n = 45.551) as specialists, 35.3% (n = 18789) as senior physicians, 25.1% (n = 2394) as first senior physicians and 25% (n = 10) as chief physicians in hospital. A total of 64.6% (n = 3958) of the physicians in Obstetrics and Gynecology were female. A total of 46% (1,832/3,958) were the portion of females as assistant physicians, 64.6% (n = 3958) as specialists, 65.0% (n = 1919) as senior physicians, 26.4% (n = 207) first senior physicians and 25% (n = 10) as chief physicians in Obstetrics and Gynecology.DiscussionThe problem with the gender gap in medicine, does not seem to be access to teaching or starting a residency. But in the functions with increasing responsibility and management functions, e.g., as senior physicians, women are already rarely seen. In Obstetrics and Gynecology, too, there is a shortage of women in leading positions, despite the relatively high numbers, for example as senior physicians. Factors like maternity and establishing a family are points mentioned therefore, but also stereotypes seem to be considerable facts.ConclusionHowever, it is important to recognize the need for more women in higher positions in medicine and actively work to encourage more women to choose a career in medicine.

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“…In order to explain the pervasiveness of research on ECRs, other scholars have studied professional identity (Karaharju-Suvanto et al, 2021), stress and financial selfefficacy (Dickson et al, 2020), work-life balance (Gutman, 2020;Krilid et al, 2018) career trajectory (Belfi, 2021;Emmanouil et al, 2017), lived experiences (Caretta, 2018;Whipp & Geronime, 2017), doctoral teaching development (Connolly et al, 2018), school loans/educational debt (Rothstein & Rouse, 2011;Zhang, 2013), career progression (Goldacre et al, 2010), and the pathway choices (Carrico et al, 2012) of ECRs. However, some studies with a focus on early-career researchers have considered several aspects of mentorship such as information mentorship (Al Shebli et al, 2020), mentorship experiences (Kay et al, 2009;Lalani et al, 2018;Mgaiwa & Kapinga, 2021), workplace resources (Perumalswami et al, 2020), effective mentorship (Diggs-Andrews et al, 2021), online mentorship (Bielczyk et al, 2019), supporting early-career mentorship (Kwamie & Jalaghonia, 2020), research mentorship (Hernandez-Lee & Pieroway, 2018Van Schalkwyk et al, 2017), induction and mentorship programs (Weldon, 2018), and also peer mentoring programs (Brody et al, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

Mentorship Practices and Research Productivity Among Early-Career Educational Psychologists in Universities

Okon¹,

Owan²,

Owan³

2022

EDUPIJ

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Background/purpose -This study analyzed the contribution of three mentorship practices relatively and cumulatively to the research productivity of early-career academics in the field of educational psychology in universities. The study was conducted in the South-South region of Nigeria.Materials/methods -The research method adopted was the quantitative approach, following the ex-post facto research design. The study's population covered 723 early-career researchers (ECRs) in educational psychology distributed across 19 universities located in South-South Nigeria. The "Mentorship Practices and Research Productivity Questionnaire" (MPRPQ) was the instrument used for data collection. The questionnaire was designed by the researchers and then validated by three experts. Reliability analysis was performed using the Cronbach approach with estimates of .80, .79, .87, and .91 obtained for the four clusters. Primary data were collected from the field after copies of the instrument had been administered to respondents.Results -Mentorship practices were generally revealed to significantly contribute to the research productivity of ECRs in educational psychology in universities. Specifically, the adoption of cloning and apprenticeship approaches to mentorship contributed substantially to the ECRs' research productivity. However, the study highlighted that nurturing contributed only negligibly to the ECRs' research productivity.Conclusion -Mentorship practices are important determinants to the research productivity of early-career educational psychologists. In order to boost the productive research capacities of ECRs, there is a need for institutions to strengthen their mentorship practices.

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The reproduction of gender differences in early career choices and professional identity of young dentist in Finland

Cited by 7 publications

References 17 publications

Gender Norms and Gender Equality in Full-Time Employment and Health: A 97-Country Analysis of the World Values Survey

Gender Norms and Gender Equality in Full-Time Employment and Health: A 97-Country Analysis of the World Values Survey

Gender gap–Gender-specific development in the field of obstetrics and gynecology in Germany in the last 20 years

Mentorship Practices and Research Productivity Among Early-Career Educational Psychologists in Universities

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